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In today’s technologically advanced world, it can seem almost impossible that any recruiter would have clients who are not on board with newer recruiting technology, such as video interviews. However, this can be the case with many older clients who seem to think that what has always worked, will still work. Do not be discouraged – it is possible to sell these “old-school” clients on newer recruiting technology!
A reader writes: I would love your input on a job interview process I have recently experienced. A little backstory – my wife and I are expecting child #2 in the next few months. We have decided to try to move closer to my family (about three hours away) so they can assist with child care while we work, which will greatly alleviate the expense of paying for child care.
As president and founder of a staffing firm that’s celebrating 20 years in business, I’ve experienced first-hand the ups and downs of the recruitment market. A consistent challenge all firms face — regardless of economic conditions — is finding enough qualified candidates to effectively fill our clients’ needs. Nothing is more frustrating for your recruiters, sales staff or managers than to see a great client opportunity wasted due to lack of quality and quantity in your candidate database.
By Joachim Skura. It's time for businesses to take recruiting into their own hands because the rewards for doing so can be huge. For many years, proactive in-house recruitment efforts have been looked down upon in recruitment circles. The internal recruitment role within companies has been partially eclipsed by the work of dedicated recruitment consultants and agencies, exacerbated by the fact that in-house HR teams have enough to do without having to seek out talent.
Speaker: Matt Sunshine, CEO at The Center for Sales Strategy
AI isn’t replacing salespeople—it’s empowering them. The most forward-thinking sales organizations are using AI to enhance human performance rather than eliminate it. From coaching and messaging to prospecting and pipeline accountability, artificial intelligence is giving managers and SDRs the new tools they need to work smarter, sell better, and close more.
NLRB issues new joint-employer decision. In a 3-2 decision involving a California employer, the National Labor Relations Board (NLRB) “refined” the standard it will use for determining joint-employer status. The highly watched decision signifies a departure from the long-standing joint-employer test previously used by the NLRB. This decision may impact businesses that outsource, contract for labor, use temp workers, have franchise relationships, or have other alternative work arrangements.
In the age of Big Data, business leaders and HR professionals are still learning to combine age-old intuition with analytics when it comes to making workforce decisions. Josh Bersin, principal and founder of research firm Bersin by Deloitte, mentioned in a recent interview that only 4 percent of the market is currently running sophisticated people analytics, while 50 to 60 percent of companies are still trying to make sense of the data they have.
In the age of Big Data, business leaders and HR professionals are still learning to combine age-old intuition with analytics when it comes to making workforce decisions. Josh Bersin, principal and founder of research firm Bersin by Deloitte, mentioned in a recent interview that only 4 percent of the market is currently running sophisticated people analytics, while 50 to 60 percent of companies are still trying to make sense of the data they have.
By Steven Bernstein, Richard Meneghello, and Matthew Korn. In a 3-2 decision, the National Labor Relations Board (NLRB) announced a broad new standard for determining whether two businesses are “joint employers” for purposes of collective bargaining. Under this new standard set forth in Browning-Ferris Industries of California, Inc. , joint employment now exists even where one company only has the right to exert indirect or potential control over the terms and conditions of another company’s emp
Employees make mistakes all the time. Whether it’s a failure to document something, CCing the wrong person in an email thread, or any of the several other legal mistakes that can cost your company; employees always seem to be between one mistake and the next. But how do these mistakes happen? Why does it feel like people are making more mistakes on a regular basis nowadays?
Some like it hot, while others like it cold. For most offices, this is a real workplace battle. But is it one that is also based on gender? A recent NPR article suggests office air conditioning standards are based on outdated research, created in an era when the majority of workers were male. According to the article, at some point in the 1930’s the scientific community defined “metabolic equivalents.
Here's a telling question: Do you believe HR is more than just a cost center? In order to transform HR into a strategic arm of an organization, executives and HR leaders alike need to see talent management as part of the business strategy, not just an overhead department. And like most businesses, we in HR need to understand how to serve our customers in order to thrive — which means putting the customers' needs before compliance.
Speaker: Youseline Poteau-Young and Renide Jean, EdD
Group Medicare Advantage is no longer a trend; it’s the prevailing model for Medicare-eligible retiree coverage. As costs rise and benefit expectations evolve, HR leaders are rethinking how to deliver sustainable, high-value retiree plans in a shifting health landscape. With Group Medicare growing in adoption and sophistication, 2025 will be a defining year for benefits professionals looking to modernize retiree offerings while managing long-term financial and administrative impact.
It’s like getting hit on via an online dating site, professionally speaking, of course. A recruiter digs your LinkedIn profile, he sends you a LinkedIn InMail, which is followed by LinkedIn connection request: Kevin, I have an exciting opportunity with a new technology provider. I think you’re possibly a good fit, so let me know a good time to talk.
( Editor ’s Note: Today’s post is an excerpt from my book, “ Essential Meeting Blueprints for Managers.” The book is available on Amazon in hard copy and Kindle , in the iTunes store, and directly from the publisher.”. Yes, it’s true. The meeting after the meeting does exist. It’s not an urban legend. In fact, the meeting after the meeting (or let’s call it the MATM for short) can actually be more important than the original meeting.
Even if video interviews make your hiring process go much more smoothly, you still need to interview at your best or risk losing interested candidates. Video interviews don’t improve your interviewing skills , they are simply a medium to easily conduct otherwise costly or difficult interviews. Your team might need to brush up on their skills, and we have a few things you could try to take your process from good to great.
Attention, HR leaders: Going mobile no longer puts your company ahead of the curve. With nearly two-thirds of Americans owning smartphones and almost 20 percent relying on them as their primary source of online access, it's time for your "mobile-friendly" mindset to become "mobile-first." For many HR departments, the mobile shift can be overwhelming, especially when it comes to training and development.
In today’s rapidly shifting workplace landscape, this presentation explores how Human Resources professionals can lead the transformation toward inclusive, equity-centered practices that don’t just align with organizational values but drive innovation, retention, and long-term profitability. Framed through the concept of the economics of belonging, we’ll examine how inclusive design across hiring, development, and leadership pipelines creates measurable value for both for-profit and nonprofit or
When it comes to recruiting, organizations have a wide variety of methods to measure effectiveness. Does it come down to time to fill? Is quality of hire the most critical? There are two important things to remember when it comes to measuring talent acquisition. First, each company is going to have a slightly different way of measuring based on unique structure, industry, and goals.
Mr. Bartender and I just returned from our annual strategy session. Every year we take a little time off during the summer to plan for the next twelve months. We talk about our company, ITM Group , the blog and goals. While many organizations use Q3 and Q4 for budgets, strategies and plans, we’ve found that the summer is best from a scheduling perspective.
Managing a learning program for a dispersed workforce carries unique challenges—with employees across different schedules and devices, fostering collaboration and ensuring accountability is difficult. General content is too vague, and highly individualized programs are tough to scale. But at Farmers Insurance, Katherine Kokenes and Kelly Minick are meeting the challenge with zeal.
Faster, more flexible payment isn’t a future goal — it’s happening now. Real-time payments and the FedNow® Service are transforming wage disbursement, offering instant deposits, stronger compliance, and a better employee experience. This guide outlines the opportunities, compliance risks, and operational best practices finance and payroll leaders should know.
While the outcome isn’t necessarily a surprise, the decision nonetheless will be a shock to business’ systems. In a landmark 3-2 decision— Browning-Ferris Industries of California [pdf] —the NLRB has re-written its joint-employer standard. The common-law definition of an employment relationship establishes the outer limits of a permissible joint-employer standard under the Act.
We’ve written about notice periods and final paychecks before on HR Bartender. You can find those posts here , here and here. Today’s reader question puts the two of them together in an interesting twist. An employee gave notice on a weekday advising us that their last day would be four (4) workdays later. In the same email, the employee stated they would not return to the office on their scheduled on-site office date, nor any other day through their last day.
Guest post by Saxons Group. The next generation in recruitment software promises to make life easier for human resources staff and professional recruiters, while also presenting a distinct advantage. Visit site for full story.
That isn't a "gotcha" question. It's simply a direct one. Regardless of the job title, if we're responsible for how other people perform then we're responsible for how they learn to perform even better. One of the things we now know from organizational research is that employees not only want a coaching relationship with their boss--they expect it. (If you want some coaching tips for yourself or to share, please download the free e-book in the column on the right).
When culture isn’t consistently lived out across the organization, engagement suffers—and it often starts with a disconnect at the top. In this session, Beth Sunshine, SVP of Up Your Culture at The Center for Sales Strategy, will reveal how HR and executive leaders can close the gap between vision and execution by equipping frontline and mid-level managers to become culture carriers.
As HR is increasing its presence as a strategic part of the business, key performance indicators, or KPIs, are becoming a key part of the language for discussing how it is actually performing. Recruiting, in some ways, is actually easier to measure because it is very similar to sales: you either have results or you don’t. Today I want to talk about first year retention, a measure that I believe is going to continue to grow as a recruiting metric, even though many companies wouldn’t c
…Taking a break from benefits/rewards today to share the below infographic highlighting the differences between career progression in the past and career progression today. Do you agree with the assessment? As always, if you like what you see then follow Right Management on Twitter here. And as always, please share your thoughts in the comments section below.
This article is the second in a three-part series on the EEO-1 Report and EEOC Compliance The EEO-1 Report is serious business for companies who are required to file by the Equal Employment. Visit site for full story.
Numbers can make a business. Numbers can break a business. The entire life-span of a business revolves around how many numbers you have to operate with and how many more numbers you need in order to make your company a profitable one. Stay on top of your businesses numbers with the 3 suggested financial tips below: 1. Manage Your Numbers. Whether it's through an advanced accounting system or an excel sheet, tracking your expenses and revenue is essential to managing your cash flow. 2.
AI is reshaping the business landscape, including HR. This guide is designed to help you understand and implement AI effectively for tangible benefits and a more strategic approach. Learn how to: Automate routine tasks Boost data insights Enhance employee experiences Drive HR’s strategic value Download the guide today!
Trying to fulfill professional, family, and personal responsibilities is a constant struggle for everyone. In Beyond Happy, author Beth Cabrera outlines reasons why women should forget trying to find work-life balance. Instead, she makes a case for boosting well-being. Click here to read full version.
Once you have determined that you need to expand your team and have successfully completed interviewing candidates, it’s time to move on to the next crucial step: negotiating salary. Above all else, don’t go into negotiations with a confrontational attitude. Negotiations with a new hire present a wonderful opportunity to reflect your company’s core values while empowering your newest team member.
Hasty communication can break relationships and ruin careers. Too often we write an email or send a text without double-checking the content or being mindful of the tone of the message. We have no idea how that message will get interpreted. Once you hit the “send” button, it’s kind of too late. Here are some communication tips that will keep us from burying our head in our hands.
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